We’re here to help you and your organization meet your Gender Pay Gap reporting needs. Read through our list of the most frequently-asked questions and see if CuroGPG is the solution for you.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into force in April 2017, and requires all private-sector and voluntary sector employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees

Relevant employers must follow the rules in the regulations to calculate the following information:

  • Their mean gender pay gap
  • Their median gender pay gap
  • Their mean bonus gender pay gap
  • Their median bonus gender pay gap
  • Their proportion of males receiving a bonus payment
  • Their proportion of females receiving a bonus payment
  • Their proportion of males and females in each quartile pay band
  • A written statement, authorised by an appropriate senior person, which confirms the accuracy of their calculations. However, this requirement only applies to employers subject to the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The information must be published on both the employer’s website and on a designated government website. Companies that have reported can be seen on the Governments Gender Pay Gap Reporting viewing Service.

It is a legal requirement for all relevant employers to publish their gender pay gap information. Failing to do this within one year of the snapshot date is unlawful.

The Equality and Human Rights Commission has the power to enforce any failure to comply with the regulations.

Employers will also run a reputational risk if they fail to publish the information, and in many cases the suspicions behind why an employer failed to publish their gender pay gap could have a negative impact and be far worse than what would have been shown by the report.

CURO Gender Pay Gap supports companies who need to comply with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. It is a simple to use on-line software solution, delivered via self-service and allows you to upload data into pre-defined csv templates. The solution will process data and output the statutory metrics and produce a compliant report for publishing on your corporate website.

CURO Gender Pay Gap delivers the statutory reports and statistics as a minimum. Additional fields can be included in the data upload (selected by users) to allow a deeper level of analysis beyond the standard figures required for statutory reporting at both Advanced and Premium service levels to help improve your reports and better understand your workforce. Comparative reporting is also available at these two levels.

This largely depends on the size of your organisation, and what you hope to achieve.

For relatively small organisations consisting of a single legal entity, our Basic subscription level has everything you’ll need to comply with legislation in an easy, hassle free way.

Our Advanced subscription level is a more rounded package that allows you to analyse, and compare data more thoroughly for up to three legal entities; and is what we would recommend for the majority of UK organisations.

Large corporations who wish to report on, and compare multiple legal entities will find our Premium subscription the most compelling; as this builds upon the Advanced reporting functionality with company wide data supersets.

For a more in depth break down of pricing and functionality available at each level, please view our subscription levels  or contact us to find out more.

Subscription levels range from free – £5,000 + vat per year; depending on whether you decide to go for our Basic, Advanced, or Premium solution.

For a more in depth break down of pricing and functionality available at each level,please view our Subscription Levels And Pricing section on the CuroGPG page, or contact us to find out more.

We accept all major debit and credit cards, including American Express, Mastercard, and Visa. All other payment methods supported by Stripe can also be used. Finally, clients have the option to be invoiced.

You can cancel your membership at any time. Your membership will remain active and you will be able to continue using CuroGPG until the currently purchased time period has elapsed. Payments are made annually in advance.

You need to prepare your pay data in the format of our downloadable CSV template. We recommend following our Guide To Getting Started if you are unsure about the type of information that needs to be included.

For the purposes of gender pay reporting under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, the definition of who counts as an employee is defined as:

  • employees (those with a contract of employment)
  • workers and agency workers (those with a contract to do work or provide services)
  • some self-employed people (where they have to personally perform the work)

Each part time worker will count as one employee for gender pay reporting purposes. If an employer uses job-share arrangements then every employee within a job-share counts as one employee each. So, if two people job-share, they would still count as two employees for gender pay reporting purposes. This is particularly important for employers to be aware of if they are accustomed to handling employee numbers as ‘full time equivalents’ because the obligation to report and the calculations that follow are based on the number of individual employees.

For further guidance please see the Government’s Official Guidelines.

Each UK Legal Entity with at least 250 employees within a group structure must calculate and publish separate reports. However, a group of employers who have all provided separate reports may wish to give an indication of the gender pay gap across their overall organisation. Provided that the legally required calculations are clearly provided, employers can enhance their reports as they wish on a voluntary basis where they consider this informative and appropriate.

CuroGPG’s Premium service supports companies who wish to combine reporting across a number of legal entities.

As mentioned above Advanced and Premium users can include additional employee data in their datasets and get a deeper level of analysis beyond the standard figures required for statutory reporting. If you use that feature there are a few rules you would need to follow in your datasets:

  • If you are including the Date of hire of the employees, it should be in UK date format, for example 17/02/2010, 17-02-2010, 17 Feb 2010 etc. In any case the day should come first and the month second.
  • If you are including the tenure of the employees it should be an integer number.

For statutory reporting, your figures must be calculated annually using a specific reference date as defined in the legislation. This will always be March 31st for public authorities subject to the Specific Duties Regulations, and April 5th for all other employers, in any year where an employer has 250 or more employees. You are legally obliged to publish your gender pay gap figures within a year of this date, and ensure the figures are publicly accessible for at least three years.

You are welcome to use the application to run calculations on data captured outside these dates, for instance should you wish to monitor the effectiveness of equality measures on a quarterly basis; though these reports could not be used for statutory purposes.

You can see the data of all companies that have reported through the Government’s Gender Pay Gap Viewing Service. CURO’s report comparison functionality offers the ability to benchmark against those companies that have reported.

Once you have completed your statutory calculations with CuroGPG you need to submit your benchmark data on the Government website. You also need to make these available (with a narrative) on your own website. You can use the report generated under the basic subscription level for this purpose.

You can continue to use CuroGPG to monitor the progress of your GPG metrics over time by comparing data sets, and receive visual breakdowns of trends that you can export and use to formulate action plans.

To support you with your Gender Pay Gap reporting we also provide the following services:

Hosting services: All reports published through CURO  will be securely hosted and publicly available for as long as your account remains active.

Basic consulting service Includes a two hour consulting call to help you understand your headline figures; along with a discussion to shape a narrative for your report and a fair pay checklist.

Advanced consulting service Includes a half day on-site workshop to explore figures and analytics, provide recommendations and formulate action plans.

Data Management Services Support collating the data required to generate reports.

For more information about any of these services, please email info@curogpg.com

Our consulting options provide two levels of consulting package:

Basic: This includes a 2 hour consulting call to help you understand your gender pay gap figures and what may be relevant for your narrative. The output of this offer is a core slide pack which helps you position and address gender pay within your organisation. It includes a fair pay checklist to enable you to review pay equity and transparency going forward.

Advanced:  This is offered in conjunction with the advanced and premium reporting options. This option includes a facilitated ½ day workshop to discuss the business case for gender parity, explore your data and the reasons for any gap, help develop your narrative and create action plans to close your gap.

Although adding a narrative to the government website is voluntary, it is an opportunity to position and explain your gender pay gap figures. The narrative is your opportunity to position the gender pay conversation, compare and contrast against national or industry data and explain any specifics of your data . It’s also a place where you can share what you’ve done to date, and your future commitments, to promote diversity. Adding a narrative shows that you are not only complying with the regulations but embracing the challenges. This will be important to your current and future employees and your customers.

Please see our data privacy policy for more information.